Senior Product Manager - Global Football Metrics London

At Hudl, we build great teams. We hire the best of the best to ensure you're working with people you can constantly learn from. You're trusted to get your work done your way while testing the limits of what's possible and what's next. We work hard to provide a culture where everyone feels supported, and our employees feel it—our votes helped us become one of Newsweek's Top 100 Global Most Loved Workplaces.

We think of ourselves as the team behind the team, supporting the lifelong impact sports can have: the lessons in teamwork and dedication; the influence of inspiring coaches; and the opportunities to reach new heights. That's why we help teams from all over the world see their game differently. Our products make it easier for coaches and athletes at any level to capture video, analyze data, share highlights, and more.

Your Role

Our mission is to create the most insightful metrics in global football and we're looking for a Senior Product Manager to help us get there. We serve recruitment and performance analysts at the highest levels of football, giving them the tools to make faster, clearer decisions on player performance and talent acquisition. Your work will directly reduce month-long cycles of metric creation down to days, significantly increasing Hudl's metric velocity and throughput.

In this role, your priorities will include:

• Owning the end-to-end process. You’ll be involved in everything from defining the raw data that gets collected to building the models and packaging the final metrics for our customers.
• Collaboration. We value shipping small, shipping fast and co-designing with our customers. You’ll work closely with cross-functional teams of Engineers, Data Scientists and Analysts to build metrics that are actionable, contextual and accessible.
• Innovation. Got an idea about how to measure a difficult to capture football concept like team shape or dribbling skill? You will be responsible for both generating new, valuable metrics and building the foundational systems that allow us to create and ship these metrics more quickly and efficiently.
• Leveling up ideas. You will work closely with the Hudl leadership team to define the future of our data delivery, including discussions around the ownership of the API.

For this role, we’re currently considering candidates who live within a commuting distance of our office in London, but with our flexible work policy, there aren’t any current requirements for the number of days you come to the office.

Must-Haves

• User and domain knowledge. You’re an expert on our target users—recruitment analysts, performance analysts and technical decision-makers. You’re knowledgeable about football data, metrics and workflows. You understand that timing is everything in football and that an insight delayed is insight denied.
• Business and product experience. You understand the full lifecycle of a metric—from defining what gets collected to building the models and making it usable in Hudl’s products. You see metrics as a core product discipline, not just a data output.
• Product discovery techniques. You have a strong understanding of the product risks and how to address each of them. You understand how to tackle risks up front, before Engineers are asked to build, and you’re able to use both qualitative and quantitative techniques.
• Product ownership background. You can support the release team to successfully deliver your solution. Once a product or new capability is live and in production, you know how to utilize optimization techniques to rapidly improve and refine your product.
• Eager to learn. You’re constantly looking for opportunities to grow as a designer and ways to hone your design skills.
• Collaboration skills. Your relationships are collaborative and founded on mutual respect. You’re able to effectively influence and inspire people without directly managing anyone, which is why your teams and stakeholders look to you for leadership.

Nice-to-Haves

• Product management experience. A prior role managing data-heavy products, especially in sports or a related field, is a significant plus.

Our Role

• Champion work-life harmony. We’ll give you the flexibility you need in your work life (e.g., flexible vacation time above any required statutory leave, company‐wide holidays and timeout (meeting‐free) days, remote work options and more) so you can enjoy your personal life too.
• Guarantee autonomy. We have an open, honest culture and we trust our people from day one. Your team will support you, but you’ll own your work and have the agency to try new ideas.
• Encourage career growth. We’re lifelong learners who encourage professional development. We’ll give you tons of resources and opportunities to keep growing.
• Provide an environment to help you succeed. We’ve invested in our offices, designing incredible spaces with our employees in mind. But whether you’re at the office or working remotely, we’ll provide you the tech you need to do your best work.
• Support your wellbeing. Depending on location, we offer medical and retirement benefits for employees—but no matter where you’re located, we have resources like our Employee Assistance Program and employee resource groups to support your mental health.

Compensation

The base salary range for this role is displayed below—starting salaries will typically fall near the middle of this range. We make compensation decisions based on an individual’s experience, skills and education in line with our internal pay equity practices. This role will also be eligible for a long‐term incentive (LTI) award. Any bonuses awarded are based on individual and company performance paid at Hudl’s discretion.

Inclusion at Hudl

Hudl is an equal opportunity employer. Through our actions, behaviors and attitude, we’ll create an environment where everyone, no matter their differences, feels like they belong. We offer resources to ensure our employees feel safe bringing their authentic selves to work, including employee resource groups and communities. We also track our efforts and commitments in annual inclusion reports. We also know imposter syndrome is real and the confidence gap can get in the way of meeting spectacular candidates. Please don’t hesitate to apply—we’d love to hear from you.